In today’s fiercely competitive healthcare job market, finding and retaining talent isn’t just hard—it can feel impossible. But Washington Health’s bold move to fully outsource their talent acquisition function offers a compelling case study in how the right strategy, metrics, and partnership can completely reshape hiring outcomes.

Outsourcing for Impact

Faced with a growing number of open roles, Washington Health partnered with Hueman to completely hand over their recruitment operations. The results? A nearly 50% reduction in open positions. Rather than losing control, they gained precision—leveraging a data-driven approach that aligns hiring speed with organizational culture.

The Power of Accountability and Metrics

A cornerstone of this success lies in clear accountability. Weekly meetings provide transparency on every open role, and recruiters are expected to explain any requisition that hasn’t seen movement in two weeks. Service level agreements (SLAs) keep the process on track:

• 48 hours to decide on submitted candidates

• 7 days to schedule interviews

• 24 hours to make post-interview decisions

These time-bound expectations apply to both recruiters and hiring managers, ensuring mutual ownership of the hiring process.

Tackling the "Purple Unicorn" Problem

Washington Health also addressed one of healthcare hiring’s most frustrating challenges: unrealistic job descriptions that combine multiple roles into one ideal (but nonexistent) candidate. Known as the "purple unicorn" problem, it often results in delayed hiring and mounting pressure on existing teams.

By applying the 80/20 rule—focusing on the top skills that drive 80% of the job’s success—and providing real-time data on candidate conversion rates, hiring managers are empowered to make smarter, more practical decisions.

Protecting the Candidate Experience

One of the most impressive parts of this model is the seamless candidate experience. Although the function is outsourced, the recruiters feel like part of the Washington Health team. They use internal email addresses, answer phones with the hospital’s name, and spend time onsite to absorb the culture. It’s not just about filling roles—it’s about representing the organization authentically at every touchpoint.

Lessons for Healthcare Leaders

Whether you’re considering outsourcing your recruitment function or just looking to optimize your hiring process, Washington Health’s approach offers valuable takeaways:

• Define and enforce SLAs to drive accountability

• Use real-time data to guide hiring decisions

• Collaborate closely between hiring managers and recruiters

• Prioritize candidate experience, even in outsourced models

In a landscape where every hire impacts patient care, getting recruitment right isn’t optional—it’s essential. Washington Health’s journey proves that with the right metrics and partnership, healthcare organizations can not only compete—but thrive.